Total reward

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Enhance the overall employee deal through the power of benefits, wellbeing and recognition

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Benefits and wellbeing

Build an attractive and cost-effective benefits offering that aligns with your goals and differentiates you from competitors.

Benefits are a significant part of the reward package. Getting them right for employees and keeping it cost-effective make a successful offering.

We benchmark your benefits to ensure your overall package is competitive in the market and then explore opportunities to find unique aspects that will differentiate you from competitors. By working with us you can ensure that benefits enhance your employee deal, and that they are well designed and run in a cost-effective and tax compliant way.


Use recognition to enhance engagement and create a bridge between business goals and employee behaviours.

Recognition is a powerful and cost-effective reward tool. It enables contribution to be reinforced and rewarded ‘in the moment’ and reinforces a culture of performance as ongoing rather than annual.

We support clients to establish the strategy and ROI for greater recognition, and then design the enablers. This starts with creating a recognition mindset and environment where people are valued and can include formal schemes with awards. Communication is critical for success, and we design this too.

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    Total reward is the whole package that an employee receives and includes base pay, bonus, recognition, wellbeing and benefits.

    Each organisation is different, and benefits should fit with the culture. The most popular benefits include pension, private health insurance, life assurance and wellbeing benefits.

    Wellbeing creates a positive work environment, where employees feel valued and they, and the organisation, can thrive.

    Incorporate your company values in your approach, ensure that recognition is frequent and timely, make it visible, and encourage employees to recognise each other.


    We are particularly proud of
    our client feedback

    “We engaged Verditer to review our benefits and recognition. They held employee focus groups, proposed a series of principles going forward, and made specific recommendations for change. Their insights have helped us enhance our approach, and given us a framework to check back on.”

    Eleanor Tanner, Director of People

    Read case study

    “Our aim was a consistent approach across SMS that supported people development. It was key that it landed well with employees. Verditer’s approach of face-to-face employee workshops when designing the job levels, helped understanding and enabled the sharing of ideas.”

    Judy Keir, Chief People Officer

    Read case study

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